121305 Public Safety Comp
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GAPS/CONCERNS
. Recruitment challenges exist for police officers,
emergency medical personnel and E911
employees
. Retention issues are primarily among SWAT,
investigative and specialized police personnel.
Retention is also an issue for E911
. 5-year turnover analysis shows that the number
of employees leaving has fluctuated annually
while specialized police officers leaving for
federal and quasi-federal agencies have
increased
GAPS/CONCERNS
. Future efforts to moderate horizontal
compression will require more funding
. Along with overlapping pay ranges, addressing
horizontal compression has contributed to
vertical compression
. A comprehensive approach is not being applied
to structure and market increases to prevent
horizontal compression from recurring
GAPS/CONCERNS
. Further enhancements to total compensation
will require review for sustainability and balance
against the overall budget and burden to the
taxpayers
. Existing HR/Payroll system is at risk and cannot
accommodate major changes
. Moderate changes to the current system delays
and diverts dedicated resources from
completing the new system (January 2008)
GAPS/CONCERNS
. EMS pay range equity concern
. Addressing only public safety employees will
raise pay equity concerns throughout the rest of
the organization
ALTERNATIVE COURSES OF
ACTION
. 1 a-Step Pay System
. Police Supervisors' Association Pay
Proposal
. Current System - Enhanced
. Current System
10-STEP PAY SYSTEM
. F eatu res
- Each pay range will consist of the pay range minimum and 10
steps to the pay range maximum
- Each step represents the employee being in the job title one
year
- Provides a one-time pay increase to supervisors who receive
less pay than their highest paid supervised employees
- Structure/pay range adjustments resulting from market will be
provided on Iy when City can absorb associated costs
. Cost Real Estate
Tax Rate Impact
2.65 cents
.56 cents
Citywide implementation:
Public Safety only:
$11,927,536
$2,516,999
10-STEP PAY SYSTEM
. Gaps/Concerns Addressed
- May help address recruitment for Police, EMS, and
E911 employees
- Addresses to some extent retention issue of Police
and E911
- Has potential to reduce losses to federal and quasi-
federal agencies
- Addresses horizontal compression
- Provides some opportunities to address severe
cases of vertical compression
- Consistent treatment of employees if applied citywide
10-STEP PAY SYSTEM
. Remaining Concerns
- May reduce funding available for total compensation
components such as VRS and health/life insurance
- Increasing employees' salaries with structure/market
increases will prevent future horizontal compression
but may require lowering other components of total
compensation to be sustainable in the long-term
- Not compatible with current HR/Payroll system and
cannot be easily and timely addressed. Only feasible
to implement with new HR/Payroll system in January
2008
POLICE SUPERVISORS'
ASSOCIATION PAY PROPOSAL
. F eatu res
- Applies only to public safety personnel
- Employees are placed on a step with a corresponding salary
based on their overall tenure with the City (years of service)
- Significantly increases pay range maximums - 2.1 % to 16%
increase for all except entry level
- Structure/pay range adjustments resulting from market will be
provided on Iy when City can absorb associated costs
. Cost
Public Safety Implementation:
Real Estate
Tax Rate Impact
$13,041,500 2.90 cents
POLICE SUPERVISORS'
ASSOCIATION PAY PROPOSAL
. Gaps/Concerns Addressed
- May help address recruitment for Police, EMS and
E911 employees
- Addresses to some extent retention issue of Police
and E911
- Has potential to reduce losses to federal and quasi-
federal agencies
- Virtually eliminates horizontal compression and
mov~s a large number of employees to pay range
maximums
- Reduction in vertical compression
POLICE SUPERVISORS'
ASSOCIATION PAY PROPOSAL
. Remaining Concerns
- May reduce funding available for total compensation
components such as VRS and health/life insurance
- Not compatible with current HR/Payroll system and
cannot be easily and timely addressed. Only feasible
to implement with the new HR/Payroll system in
January 2008
- Large numbers of employees being topped out was a
major concern leading to market salary survey
implementation
POLICE SUPERVISORS'
ASSOCIATION PAY PROPOSAL
. Remaining Concerns
- Increasing employees' salaries with structure/market
increases will prevent future horizontal compression
but may require lowering other components of total
compensation to be sustainable in the long-term
- Does not provide consistent treatment of all City
employees
CURRENT SYSTEM - ENHANCED
. Features
- Open range pay plan provides flexibility to City
Council in balancing resources available to support
com pensation req u i rements
- Features apply to all eligible employees
- Horizontal compression based on years in title using
a 15-year entry to top progression plan
- Promotion increase of 200/0, instead of the current 50/0
or 100/0, when going from a position that earns
overtime to one that does not
CURRENT SYSTEM - ENHANCED
. Features
- Bonuses for quality career service and educational
attainment/specialized training above the minimum
requirements for positions with high turnover
- Vertical compression initially addressed within public
safety
- Vertical compression would then be reviewed among
the remaining workforce
. Cost
$4,700,000
Real Estate
Tax Rate Impact
1.04 cents
CURRENT SYSTEM - ENHANCED
. Gaps/Concerns Addressed
- To some extent addresses Police, EMS and E911
recruitment challenges with enhancements
- Fully addresses horizontal compression
- Reduction in vertical compression
CURRENT SYSTEM - ENHANCED
. Gaps/Concerns Addressed
- Sustainability is more feasible
- Compatible with current HR/Payroll system and
enhancements can be easily and timely addressed
- Treats all employees consistently
CURRENT SYSTEM - ENHANCED
. Remaining Concerns
- Not providing structure and market increase dollars
to employees' salaries will cause future horizontal
.
compression
- May not significantly reduce losses to federal and
quasi-federal agencies
- Increasing employees' salaries with structure/market
increases will prevent future horizontal compression
but may require lowering other components of total
compensation to be sustainable in the long-term
CURRENT SYSTEM
. Features
- Open range pay plan provides flexibility to City
Council in balancing resources available to support
com pensation req u i rements
- Applies consistently to all employees
- Horizontal compression based on years in title using
a 15-year entry to top progression plan
- Structure adjustments increase all pay range
minimum and maximum salaries
. Cost
$1,700,000
Real Estate
Tax Rate Impact
.38 cents
CURRENT SYSTEM
. Gaps/Concerns Addressed
- Minimally addresses Police and E911 recruitment
and retention challenges
- Compatible with the HR/Payroll system
- Fully addresses horizontal compression
- Pay plan and total compensation benefits would be
sustained
CURRENT SYSTEM
. Remaining Concerns
- Does not address vertical compression
- Not providing structure and market increase dollars
to employees' salaries will cause future horizontal
.
compression
- May not significantly reduce losses to federal and
quasi-federal agencies
NEXT STEPS
. The following actions will be accomplished to finalize
City Council's request to review public safety pay:
- Communicate the four alternatives with the employee
input group
- Continue to refine the alternatives
- Return to City Council in January to provide a full
recommendation
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